MG411 - People Management: Line Manager Issues and HR Processes

This portfolio provides an analysis of people management, focusing on the challenges faced by line managers and the HR processes that underpin performance management. It identifies issues such as communication gaps, low performance levels, staffing challenges, and poor teamwork. The portfolio also explores the knowledge, skills, and behaviors necessary for effective management, including innovation, communication, motivation, networking, support, and visionary thinking. Furthermore, it examines HR processes like 360-degree appraisals, sales performance appraisals, general appraisals, and project appraisals, recommending the 360-degree appraisal method for enhanced performance management. The document concludes that effective people management is crucial for maintaining a smooth environment and promoting efficiency within an organization.

Introduction to people
management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
Current issues which are faced by the line managers relating to the matter of people of an
organisation :...............................................................................................................................3
The knowledge, skills and behaviour that are needed to be an effective manager ;...................5
HR processes which underpin the performance management :..................................................6
REFERENCES:...............................................................................................................................8
Books and Journals:....................................................................................................................8

INTRODUCTION
People management can said as the process which is responsible for generally all the
human resource related activities. Management of people is an art that provides efficiency in
mostly every aspects of life and specifically in business firms. Some examples of people
managing activities related to business are - recruiting, training, motivating, enhancing the
performance, providing them with essential needs and retention of them. The following report is
based on the analysing the different areas related to people management in a company. It starts
with identifying some human resource related issues that are being faced by line managers
(Ballantyne, 2018). Moving further it sates some types of knowledge, skills and behaviour of a
manager that makes him / her effective in enterprise process. At last, the report underpins some
HR process that help in performance management.
TASK 1
Current issues which are faced by the line managers relating to the matter of people of an
organisation :
The daily basis processes of an business organisation leads to many different types of
small or big issues which can not be specifically and completely mentioned due to the
complexity of activities and changing of business environment. Being a line manger, according
to me the issues relating to human resource also plays a major part. This issues must be faced
and solved in a effective manner as they impact the growth process highly. The recent global
pandemic, Covid 19 has immensely impacted the business environment in all over the world. It
has changed the priorities and wants of people as many people were fired from their jobs due to
the crash in markets and need of physical distancing. But this was a temporary issue. Other than
this, there are also many fixed and general issues which are faced by me and mostly all the
mangers. These are discussed in the followings points in detail :
 Communication gap – This is the most general and affecting issue for a manager in the
management of people. The different types of personality of team members, conflicts,
egotism and weak relationships promotes the gap of communicating from each other.
This leads to many organisational problems. A proper communication can provide the
managers with proper analysis of the internal business factors that are out of the view of
higher authorities though communicating with workforce. This can also help in solving

and minimising the problems though clear identification form the workers. Bad
communication also leads to unclear objective and factors that are expected by the higher
authorities from their employees (Fowler and Malunga, 2020). For not facing this issue, I
must work in increasing the frequency of communication with an open minded manner.
 Low performance levels – Some times the productivity of employees get decreased.
This can be due to low motivation, bad working environment or personal problems /
moods of the employees. Or in the peak period, the mangers or leaders expect increased
level of productivity from its work force to fulfil the demands of the market and achieve
higher level of profitability. For a small period of time that demands more productivity
known as peak, we managers can not hire more staffs and retain them when the peak time
period gets finished to lower the expenditures of the company. This is a big problem and
to avoid it, a management can work in :
◦ consistently reviewing the output and processes that can promote the efficiency
◦ maintaining a smooth workflow analysis
◦ Identifying and solving the problems that are becoming obstacle in the smooth
working process of employees
 Detainment and hiring of people – The process of analysing the perfect number of
employees that should be holded by a company is complex. The need of workers in a
business entity changes with the passage of time according to the demand of the market.
A management must know the ideal time to hire more people and when to detain some
too. The hiring process needs time to attain perfect talented individuals needed for a
corresponding job (Schubert, 2019). The selection of right individuals for hiring and
holding from the available work force is desired role of me and it can be assisted from
other higher authorities and human managing experts.
 Poor team work – When the employees are focused or pressured to consider their own
individually provided the tasks the team work in an organisation gets affected. But when
the work force is considered as a team it helps in benefiting the business firms in many
ways such as – building of relationships, improvement of working environment and
increased productivity. Through a good team work, the task are efficiently divided
according to their preferences and skills of individuals that increase the productivity. As I
have noticed, team work also helps in solving the problems faced by individuals. The

collaborating and social activities should be practised for promoting this factor (Ekerdt,
2020).
The knowledge, skills and behaviour that are needed to be an effective manager ;
The process needed for building an effective management needs a manager or leader that
involves and uses certain different types of skills, knowledge and behaviour according to the
business environmental functions and particular type and form of the organisation. A systematic
and smooth strategies that promote the growth of the company are formed though the
involvement of these in the strategic management. This helps in many different forms of
benefiting the organisation according to the specific use of type of skills, knowledge and
behaviour. Some general and needed knowledge, skills and behaviour are mentioned in the
following points in classified form that according to me help in the growth process of mostly all
the forms and types of business entities :
Skills :
 Innovative – The ability of finding new and efficient ways is promoted though this type
of skill. The daily basis issues in a organisation provides a important need of this skills to
find the effeicnet techniques and ways of different certain activities.
 Effective communication – This skill helps in forming the inter personality of the
manager though having efficient and effective communication with its employees and
other business related people (Leclerc-Loiselle and Legault, 2018). This can help in
building the relationships and providing the expected work to the employees that can lead
to increased productivity.
 Motivation – This skill makes a person to help other people reach beyond their limits.
The certain motivating activities that a person or manager with this skill uses can be –
providing rewards and appreciation to the employees. This can promote the individuals to
work with their full efficiency and make a role in the accomplishments of their firm.
Behaviour :
 Networking – The behaviour to build networks is an important element that helps in
knowing more people and hold the team together. Through this a manger can connect
with business related individuals to find and make best business deals.
 Supporting – This element tells about the behaviour of the leader or manger to support
the workers to push their limits and increase their production power (Christopher, 2018).

This also enhance the loyalty of employees and they feel connected with the goals and
objectives of the manager and company.
 Visionary – This type of behaviour tells about the ability of manger of perceive things by
considering the long term goals and objectives of the organisation. This needs to regard
the constant consideration of the activities that help in achieving the setted long term
goals.
Knowledge :
 Management and business theories – The knowledge and study of the different theories
related to the business functions help the manger in finding the efficient ways to
implement in the activities of the entity. The different types styles that be adapted to
effectively treat the employees are also concluded in this knowledge (Aykan, 2017).
 Capacity – A manger should have the knowledge about its employee's and organisation's
capacity of productivity. The targets and expectations should be accordingly. A structure
can be formed to increase the capacity of the individuals by providing them the work and
information easily in a systematic form.
 Objectives – The knowledge of the objectives of the business enterprise must be
presented in the manager. This helps in making of the strategies and process that can help
in providing the path to the individuals to follow and achieve the identified objectives.
HR processes which underpin the performance management :
HR or human resource is a important function of business with the responsibility of
managing the employees for experiencing smooth operations in the firm. The different roles of
human resource department is training, motivating, managing, enhancing the working
environment and detaining the work force. It works as a mediator for sharing information
between the different peoples of the enterprise (Little, 2020). One of the another main function
of human resource is managing the performance of employees to find ways to increase the
productivity. The detailed analysis of various activities that are used by HR of company in which
I work to underpin the performance management are concluded in the following points :
 360 degree appraisal – This is a method of providing feedbacks and reviews to the work
force by not only the manger, but from all the higher authorities, colleagues and other
spectators in the enterprise. This is the most increasing used type of appraisals by my

company's human resource department as this help in analysing the deep points and
changes that are needed to be made for building the performances from different points of
views that are out of the capacity of manger alone.
 Sales performance appraisal – This type of appraisal is based on the record of previous
sales by the related individuals. Some sales targets are provided to the employees for the
evaluation of the capacity of them. The targets are set accordingly with the consideration
of average capacity and are not too high or too low. After the completion of the period of
targets, the evaluation is done and appraisals are practised for the ones that have achieved
the targets.
 General appraisal – This is the most common type of appraisals practised in different
enterprises. The appraisals are based on the general activities though considering the
overview of the results. The proper identification of the areas of problem not happened
through this. The simple modes of communication are practised for the analysing and
modification of certain activities.
 Project appraisals – In this type, the appraisals are based on the outcomes of the
particular projects provided to the workers. The level of giving appraisals also depends
on the difficulty level of the project provided to the individuals (Johanson, Almqvist and
Skoog, 2019). The projects can be for both - team and individual and the work is
dividend according to the specialisation of the people.
Recommendation :
Considering the researches and points of the above report, The recommended method HR
function by me for underpinning performance management to the organisation is 360 degree
appraisal method. It not only provides feedback of the vision and view of the higher regimes, but
also from the co workers and other related people that help in examining the actual modification
that can lead to enhanced results according to me.
CONCLUSION
From the above report it has been concluded that, people management is an important
element in the activities of an business entity. It needs an important consideration for

maintaining a smooth environment and promote the efficiency of all the related people of the
company that can be employees or higher authorities. In the process of handling a business
entity, various types of issues are faced by the line mangers. These can be of different types.
Some people management related issues faced by the line mangers are communication gap with
the workers, hiring and retaining them and making a strong team work to hit the best
performance level. There are different skills, knowledge and behaviour that must be adopted by a
manager to achieve effective management. The human resource department uses several methods
to enhance the performance of the people of the enterprise.
REFERENCES:
Books and Journals:
Ballantyne, H., 2018. An introduction to change management theory for veterinary nurses: part
two. Veterinary Nursing Journal. 33(12). pp.332-335.
Fowler, A. and Malunga, C., 2020. Introduction: NGOs in a world of uncertainties. In NGO
Management (pp. 1-10). Routledge.
Schubert, P., 2019. Joint work and information sharing in the modern digital workplace: how the
introduction of “social” features shaped enterprise collaboration systems. In Collaboration in the
Digital Age (pp. 45-59). Springer, Cham.
Ekerdt, D., 2020. Introduction: Not Forever. In Downsizing (pp. 1-19). Columbia University
Press.
Leclerc-Loiselle, J. and Legault, A., 2018. Introduction of a palliative approach in the care
trajectory among people living with advanced MS: perceptions of home-based health
professionals. International journal of palliative nursing. 24(6). pp.264-270.
Christopher, E., 2018. Meeting Expectations in Management EducationSocial and
Environmental Pressures on Managerial Behaviour. Palgrave Macmillan.
Little, C., 2020. Principles of Behaviour Support. In Inclusive Education in Schools and Early
Childhood Settings (pp. 93-101). Springer, Singapore.
Aykan, E., 2017. Gaining a competitive advantage through green human resource management.
In Corporate governance and strategic decision making. IntechOpen.
Johanson, U., Almqvist, R. and Skoog, M., 2019. A conceptual framework for integrated
performance management systems. Journal of Public Budgeting, Accounting & Financial
Management.